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Artificial intelligence (AI) increasingly is being used by businesses to improve capabilities and performance. Guided by the dynamic capabilities framework, this study investigated how AI assimilation affects environmental performance, with organizational agility serving as a mediating factor in construction organizations. A moderated mediation analysis was employed in this study to investigate the contingent effect of strategic flexibility in altering the connection between agility and environmental performance. Data were gathered from 308 project managers. The findings of structural equation modeling validated the arguments that AI assimilation increases organizational agility and that this translates to increased environmental performance. Furthermore, strategic flexibility moderates the direct relationship between agility and environmental performance, as well as the indirect relationship between AI assimilation and environmental performance via organizational agility, emphasizing the significance of aligning agile responses with the strategic objectives of the business. The relevance of this research to the field of construction engineering management is that it leads to the integration of AI, improving the environmental performance of the firm through organizational agility. This study shows the moderating function of strategic flexibility in the interrelation between agility and environmental performance. These consequences are aimed primarily at the construction project management sector and policymakers because they emphasize the importance of agile methods of progress of projects to serve the strategic objectives the success of which is vital for environmental sustainability. [ABSTRACT FROM AUTHOR]

Moral identity is an important self-concept. Taking a social cognitive perspective, we propose an integrative framework to examine the relationships between moral identity and its antecedents, including demographic variables, personality traits, and organizational contexts (specifically leadership style and ethical climate). An analysis of the effect sizes in 110 studies involving 44,441 participants shows that gender, personality traits, and organizational context are strongly associated with moral identity. The moral identity measure used, cultural tendencies toward individualism or collectivism, and demographic characteristics moderate the relationships between moral identity and its antecedents. The significance and implications of the factors that influence moral identity are discussed. [ABSTRACT FROM AUTHOR]

The literature often focuses on the positive effects of mentoring, especially for protégés. When mentoring experiences are negative, the assumption is that these negative effects are less detrimental to the mentor than to the protégé, owing to the mentor's greater relative power in the relationship. This study uses ego depletion theory to examine the link between negative mentoring experiences (as rated by protégés) and mentor creativity and focuses on the mediating and moderating roles of mentor ego depletion and mentor traditionality on this link. The results are based on data from 227 protégés, 187 mentors, and 187 supervisors of mentors in Chinese organizations. The findings support a mediating effect of ego depletion on the negative relationship between negative mentoring experiences and mentor creativity. In addition, the study finds that traditionality attenuates both the positive relationship between negative mentoring experiences and ego depletion and the indirect effect of negative mentoring experiences on mentors' creativity through ego depletion. The implications for management theory and practice are discussed. [ABSTRACT FROM AUTHOR]

Academics and practitioners have long worked to reduce negative mentoring experiences. Drawing on social cognitive theory and expectancy–value theory, we examined the link between mentors' perceived organizational support and protégés' negative mentoring experiences, shedding light on the mediating effect of mentoring self‐efficacy and the moderating effect of mentors' self‐enhancement motives. Results based on data from 260 protégés and 214 mentors in Chinese organizations supported our proposed hypotheses. Mentoring self‐efficacy mediated the negative relationship between mentors' perceived organizational support and protégés' negative mentoring experiences. In addition, mentors' self‐enhancement motives intensified both the negative relationship between mentoring self‐efficacy and negative mentoring experiences and the indirect impact of mentors' perceived organizational support on protégés' negative mentoring experiences via mentoring self‐efficacy. A discussion of the theoretical and managerial implications of these findings is included. [ABSTRACT FROM AUTHOR]

Work and family are important life domains. This study investigates the relationship between employees' perceptions of workplace ostracism and their provision of family social support. Integrating social impact theory and self-verification theory, the study provides a novel theoretical framework for examining the influence of workplace ostracism on employees' provision of family social support. Using a moderated mediation model, it reveals the mediating role of personal reputation and the moderating roles of job social support and perceived organizational support. The results of two three-wave surveys of married employees and their spouses in China demonstrate that the negative relationship between exposure to workplace ostracism and an employee's provision of family social support is mediated by the employee's personal reputation. In addition, job social support and perceived organizational support weaken the relationship between personal reputation and family social support and the mediating effect of personal reputation on the relationship between workplace ostracism and family social support. The theoretical and managerial implications of this study for human resource management are discussed. [ABSTRACT FROM AUTHOR]

Mentorship quality is an important aspect of mentorship effectiveness, yet we know little about its predictors. Using social identity theory, we examined the relationship between mentor alcohol use norms and mentorship quality as perceived by protégés. Our study also considered the mediating role of protégé identification with the mentor and the moderating role of protégé traditionality. The findings, based on mentor‐protégé dyadic data collected through a three‐wave survey in China, indicate that mentor alcohol use norms are negatively related to mentorship quality, and that this relationship is mediated by protégé identification with the mentor. Furthermore, the traditionality of protégés alleviates not only the negative relationship between mentor alcohol use norms and protégé identification with the mentor, but also the indirect relationship between mentor alcohol use norms and mentorship quality via protégé identification with the mentor. The results underscore the value of focusing on mentor behavioral norms that are not directed toward the protégé. We conclude with a discussion of the theoretical and practical implications for mentoring research. [ABSTRACT FROM AUTHOR]

Job insecurity is negatively associated with employees' extra-role behavior. Studies of this negative impact often use a social exchange or stress–strain perspective to explain how job insecurity impairs employees' extra-role behavior. This study offers an alternative account. Based on a conservation of resources perspective, the authors propose that job insecurity denotes a threat of loss of resources, which will motivate individuals to focus on how to protect what they have and reduce further loss. Such conservation of resources will limit one's flexibility, or the ability to consider alternatives and change a course of action in response to environmental changes, and thus undermine employees' extra-role behavior for pursuing constructive changes at work (i.e., taking charge). The authors also propose that the impact of job insecurity on flexibility can be more detrimental to employees higher in work-based self-esteem (i.e., domain-specific self-esteem) due to the experience of self-concept dissonance. The results, obtained from 188 employees in 19 teams of a manufacturing company, supported the hypotheses, while mechanisms suggested by a social exchange perspective (i.e., felt obligation to organizations) and a stress–strain perspective (i.e., vigor) were taken into account. This investigation extends understanding of how and why job insecurity influences employees' work behavior, as well as who is most vulnerable to job insecurity. [ABSTRACT FROM AUTHOR]

Drawing on the perspective of causal reasoning and the social cognitive theory of moral thought and action, this study explores the mechanisms underlying the association between exposure to exploitative leadership and employee workplace deviance. The results of a time-lagged survey conducted in China reveal that exposure to exploitative leadership can evoke a moral justification process that leads to increased employee organizational and interpersonal deviance. A tendency toward hostile attribution bias reinforces the direct link between exploitative leadership and moral justification and the indirect effects of exploitative leadership on employee organizational and interpersonal deviance, via moral justification. The theoretical and practical implications of this study are discussed and potential directions for future studies are proposed. [ABSTRACT FROM AUTHOR]

Drawing on the work–home resources model, this study investigated the relationship between sexual harassment perceived by employees in the workplace and their work–family enrichment. We considered the potential mediating role of employees' organization-based self-esteem and moderating role of their polychronicity. Using two-wave time-lagged data collected from 362 part-time Master of Business Administration students with full-time jobs in China, we found that perceived sexual harassment at work was negatively related to employees' work–family enrichment via reduced organization-based self-esteem. Polychronicity alleviated the negative relationship between sexual harassment and organization-based self-esteem, and the mediating effect of sexual harassment on work–family enrichment through decreased organization-based self-esteem. We discuss the theoretical and practical implications of these findings. [ABSTRACT FROM AUTHOR]

Based on self‐consistency theory, this study examined the relationship between mentoring quality as perceived by protégés and protégés' proactive behavior. It focused on the mediating role of organization‐based self‐esteem (OBSE) and the moderating role of traditionality. To examine these relationships, we administrated three‐wave surveys to 237 subordinate–supervisor dyads in a construction enterprise. The results of hierarchical linear modeling demonstrated that (a) mentoring quality and proactive behavior had a positive relationship; (b) OBSE mediated this relationship; and (c) traditionality strengthened both the relationship between mentoring quality and OBSE and the indirect effect of mentoring quality on proactive behavior via OBSE. Our findings have theoretical and practical implications for research on mentoring and proactive behavior. [ABSTRACT FROM AUTHOR]

Purpose: Public service organizations may improve the quality of services they offer citizens by instilling proactive behavior in their employees. This study aimed to provide insights on how high-involvement work practices may indirectly facilitate proactive behavior in frontline government employees via employee commitment. Methods: A time-lagged approach was used to collect data from 542 frontline employees in three waves at 3-week intervals. We tested the hypothesized moderated mediation model using a PROCESS macro bootstrap approach. Results: A moderated-meditation model was applied in which public service motivation was theorized to increase the mediating effect of employee commitment on the relationship between high-involvement work practices and employee proactive behavior. As predicted, the findings show that supervisor' deviant behavior attenuated the mediating effect of employee commitment on the relationship between high-involvement work practices and employee proactive behavior. Conclusion: The findings of this research contribute to the emerging literature on public management and have implications for public sector organizations seeking to improve the quality of services they offer citizens. [ABSTRACT FROM AUTHOR]

Extensive research has been conducted into the antecedents and consequences of workplace envy, but there have been limited meta-analytic reviews. This meta-analysis draws on social comparison theory to examine studies of envy in the workplace and develop a comprehensive model of the antecedents and consequences of workplace envy. We reconcile the divergent findings in the literature by building a model of three types of workplace envy that distinguishes between episodic, dispositional, and general envy. The results suggest that individual differences (e.g., narcissism, neuroticism), organizational contexts (e.g., competition, position), and social desirability are predictors of workplace envy. They also reveal that workplace envy is related to organizational citizenship behaviors (OCBs), negative behaviors (e.g., ostracism, social undermining), negative emotions, organizational perceptions (i.e., engagement, satisfaction), turnover intentions, and moral disengagement. We test the moderating roles of envy types, measurement approaches, and causal directions. The results reveal that these moderators have little differences, and that some variables (e.g., self-esteem, fairness) may be both antecedents and consequences of workplace envy. Finally, we suggest that future research into workplace envy should investigate contextual predictors and moderators of the social comparison process that triggers envy. This meta-analysis can serve as a foundation for future research into workplace envy. [ABSTRACT FROM AUTHOR]

Purpose: Based on self-determination theory, this research paper aims to explore the implication of exploitative leadership for hospitality employees' proactive customer service performance (PCSP) via harmonious passion for work (HPFW) and the moderating mechanism of power distance. Design/methodology/approach: The authors' sample included a total of 207 leader–follower dyads from three Chinese hotels. Hierarchical multiple regression and the PROCESS macro were used to analyze the data. Findings: The results indicated that exploitative leadership has a negative indirect relationship with hospitality employees' PCSP through decreased HPFW, and power distance plays a protective role of alleviating the negative implications of exploitative leadership for hospitality employees' HPFW and PCSP. Practical implications: Hotels are suggested to develop strict codes of conduct and adopt zero-tolerance policies for exploitative leadership. Additionally, hotels should also act to improve employees' HPFW and pay attention to low-power-distance employees. Originality/value: This research enriches exploitative leadership literature by investigating its effect on PCSP. Further, this research investigates HPFW as a mechanism linking exploitative leadership to PCSP. Finally, this research establishes the relationships among exploitative leadership, HPFW and PCSP by investigating the contingent impact of power distance. [ABSTRACT FROM AUTHOR]

This research examines the mixed work-to-family spillover effects of unethical pro-organizational behavior. Drawing on conservation of resources theory and the work–home resources model, we develop a dual-pathway model to explain such effects. Based on a three-wave field study involving 214 respondents in China, we find engagement in unethical pro-organizational behavior to be positively associated with employees' organization-based self-esteem and stress at work, which in turn, leads to work-to-family positive spillover and work-to-family conflict, respectively. We also find that performing tensions moderate the mixed effects of unethical pro-organizational behavior on organization-based self-esteem and work stress and the indirect effects of unethical pro-organizational behavior on work-to-family positive spillover and work-to-family conflict. Our findings have theoretical implications for business ethics scholars and practical implications for managers. [ABSTRACT FROM AUTHOR]

Focusing on the interface between CEOs and top management teams (TMTs), we argue that CEO self-monitoring positively impacts a firm's pursuit of corporate entrepreneurship through the intervening role of TMT behavioral integration. We additionally argue that the impact becomes stronger as the firm's discretionary slack decreases because decreased slack creates an organizational context more favorable to the influences of both CEO self-monitoring and TMT behavioral integration. Results based on multisource (CEOs and TMTs) and multiwave data from 110 firms support the model and associated hypotheses. [ABSTRACT FROM AUTHOR]

In this study, the relationship between CEO temporal focus and family business succession planning is examined and the moderating effects of family interactions and environmental uncertainty are assessed. Based on data from 198 CEOs of family businesses and additional data from 15 semi-structured interviews in China, we find that CEO temporal focus (i.e., past, present, or future focus) is positively associated with succession planning. In addition, family interactions strengthen the relationship between CEO past focus and succession planning and weaken the relationship between CEO future focus and succession planning. Moreover, in uncertain environments, past-focused CEOs are more likely to plan for succession than present-focused CEOs. The theoretical contributions and practical implications of the study are also discussed. [ABSTRACT FROM AUTHOR]

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Drawing on the work–home resources model, this study examines how and why empowering leadership influences followers' work–family conflict (WFC) and work–family positive spillover (WFPS). We focus on the mediating roles of leader–member exchange (LMX) and organization-based self-esteem (OBSE) and the moderating role of followers' political skills. The results from a two-wave field survey of 272 employees in a state-owned enterprise in China indicate that LMX mediates the relationship between empowering leadership and WFPS and that OBSE mediates the relationship between empowering leadership and WFC. Moreover, political skills strengthen the main effects of empowering leadership on LMX and OBSE and the mediating effect of LMX on the relationship between empowering leadership and WFPS. Our findings have theoretical and managerial implications and indicate new research directions for leadership and work–family issues. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this paper is to examine the effects of servant leadership on employees' promotive voice behavior and prohibitive voice behavior by focusing on the mediating role of job engagement and the moderating role of proactive personality. Design/methodology/approach: Time-lagged data were collected using a field survey research design. The participants included 216 employees and 23 supervisors in two commercial banks in China. Findings: Perceived servant leadership was positively related to employees' promotive and prohibitive voice behavior, and these relationships were mediated by enhanced job engagement. In addition, employees' proactive personality amplified the relationship between perceived servant leadership and job engagement, and the mediating effect of job engagement on the relationship between perceived servant leadership and voice behavior. Research limitations/implications: This study enhances understanding of the mechanisms underlying the servant leadership – voice model by identifying the mediating role of job engagement. The results also demonstrate the moderating role of proactive personality in enhancing the effects of servant leadership. However, the survey design was not longitudinal, which limits the study's ability to confirm causality. Practical implications: The findings reveal that servant leadership, employees' job engagement, and proactive personality can facilitate employees' promotive and prohibitive voice behavior. Originality/value: This study addresses the unexplored mediating mechanism of the relationship between servant leadership and voice behavior, and offers new directions for servant leadership and voice research. [ABSTRACT FROM AUTHOR]

Performance pressure acts as a double-edged sword for employees. Based on an approach/avoidance framework, we theorize that performance pressure produces both positive and negative effects on employees' in-role behaviors via approach motivation (i.e., self-objectification) and avoidance motivation (i.e., workplace anxiety), and work meaningfulness moderates employees' reactions to performance pressure. We examine our hypotheses using data from a sample of 345 employees in various organizations. The results show that self-objectification provides an approach motive that mediates the positive indirect effect of performance pressure on employees' in-role behaviors. However, workplace anxiety provides an avoidance motive that mediates the negative indirect effect of performance pressure on employees' in-role behaviors. Work meaningfulness strengthens both the approach and avoidance tendencies that employees experience under performance pressure. Our findings have significant theoretical and managerial implications. [ABSTRACT FROM AUTHOR]

Workplace ostracism, which is regarded as "social death," is rampant in organizations and has attracted significant research attention. We extend the understanding of workplace ostracism by conducting a meta-analysis of studies of the relationships between workplace ostracism and its consequences. We also explore the moderating effects of national culture (i.e., collectivism vs. individualism) and the mediating effects of organization-based self-esteem (OBSE). The results of a meta-analysis of 95 independent samples (N = 26,767) reveal that exposure to workplace ostracism is significantly related to individuals' attitudes, well-beings, and behaviors. Moreover, the effects of workplace ostracism on belongingness, job satisfaction, emotional exhaustion, organizational citizenship behavior (OCB) toward individuals (OCBI), organizational deviance, and interpersonal deviance are stronger in individualist contexts than in collectivist contexts. However, the relationships between workplace ostracism and organizational identification and OCB are stronger in collectivist contexts than in individualist contexts. Our meta-analytical structural equation modeling also provides evidence of the mediating effects of OBSE on the relationships between workplace ostracism and organizational commitment, job satisfaction, and job performance. The implications and limitations of our study and future research directions are also discussed. [ABSTRACT FROM AUTHOR]

Despite the burgeoning interest in work-family conflict, little is known about how family stressors influences employees' attitudes and behaviors in the workplace. This study focused on family ostracism and investigated its impact on employees' proactive customer service performance (PCSP). Drawing on conservation of resources (COR) theory, this study further examined the mediating role of emotional exhaustion and the moderating role of family centrality. Using time-lagged data from 264 supervisor-follower dyads of two hotels in the mainland of China, this study found that family ostracism negatively affected employees' PCSP by eliciting emotional exhaustion. In addition, the findings indicated that family centrality strengthened the direct effect of family ostracism on emotional exhaustion and the indirect effect of family ostracism on PCSP via emotional exhaustion such that the relationships were stronger when family centrality was high. Finally, this study discussed the theoretical implications of these results and provided practical several implications for organizations. [ABSTRACT FROM AUTHOR]

Drawing on upper echelons theory, this study examines how the traditionality of family chief executive officers (CEOs) influences the selection of their successors, and how this relationship is moderated by two dimensions of socioemotional wealth. Recognizing the central role of CEOs in determining successors, we show that a family CEO's cultural values regarding traditionality have a significant positive effect on the probability that a family member is chosen as successor. We find that this relationship is strengthened by the family members' identification with the firm and weakened by the family members' sense of dynasty. Our contributions to theory and practice are discussed. [ABSTRACT FROM AUTHOR]

This research examined the influence of mentorship quality on work-to-family positive spillover (WFPS) of mentors by focusing on the mediating role of personal skill development and the moderating role of core self-evaluations (CSEs). The findings based on a survey study of 187 formal Chinese mentors indicated that the positive linkage between mentorship quality and WFPS is mediated by personal skill development. In addition, the influences of mentorship quality on personal skill development is stronger for mentors whose CSE is high rather than low. These results evidence that a formal mentoring program has positive impacts on the family life of mentors in an Eastern setting. [ABSTRACT FROM AUTHOR]

Summary: This paper extends the understandings of the contextual antecedents of employee creativity at work by examining what can happen when employees are ostracized by loved ones at home, a phenomenon referred to as family ostracism. Drawing on insights from the conservation of resources (COR) theory, we examine the moderated multiple mediation relationships between family ostracism and an individual's creativity at work through strain‐based family‐to‐work conflict (FWC) and creative process engagement (CPE), moderated by the need for affiliation. Using time‐lagged data collected from working adults in the United Kingdom, our results demonstrate that the relationship between family ostracism and creativity is negatively and serially mediated by both strain‐based FWC and CPE. These results hold even when controlling for the time‐ and behavior‐based dimensions of FWC, workplace ostracism, family undermining, harmonious passion, and Time 1 creativity. Furthermore, individuals with a higher need for affiliation react more strongly to their experiences of family ostracism than those with a lower need. The implications for research and practice are also discussed. [ABSTRACT FROM AUTHOR]

Despite increasing scholarly attention to workplace ostracism, victims receive little guidance regarding how to break its negative spiral over time. Drawing on a multi‐motive model of rejection‐related experiences and the cybernetic model of impression management, this study examines how and why ostracized employees might ameliorate workplace ostracism through impression management efforts to enhance their popularity. Specifically, an ostracized worker may employ favour rendering tactics to enhance her or his popularity, as reported by peers, which can help reduce ostracism. In addition, ostracized employees with strong self‐monitoring tendencies may be more likely to employ favour rendering tactics and use them more effectively to enhance their popularity and thus reduce ostracism. Data collected from 277 employee–coworker pairs in a three‐wave, time‐lagged design over 2 years confirm the proposed hypotheses, tested in a two‐stage moderated mediation model. These findings have theoretical implications for ostracism research, as well as practical implications to help employees and organizations overcome ostracism. Practitioner points: Being ostracized often prompts self‐focused responses, but to reduce it, ostracized employees instead should pay attention to others and seek to help others to alter the treatment they receive from others.High self‐monitoring employees tend to employ favour rendering tactics to increase their popularity and mitigate ostracism.To help ostracized employees mitigate ostracism, managers and organizations can suggest ways to increase their popularity among their peers. [ABSTRACT FROM AUTHOR]

The construction industry is notorious for its high accident and workplace injury rates. High rates of construction workplace injuries, including fatalities, occur worldwide in both developed and developing nations. Our study examines the effects of safety behavior and physiological perceived control (PPC) on the relationship between safety knowledge and outcomes. We examined this relationship by focusing on the mediating role of safety behavior and the moderating role of PPC. We employed a time-lagged design to collect data. Field survey results from 385 site workers from construction sites in the Yangtze region of China show that safety behavior mediated the positive relationship between safety knowledge and outcomes. Furthermore, PPC strengthens the relationship between safety knowledge and safety behavior. The results indicate that workers' safety knowledge may not transform into expected safety behavior and performance if they experience low levels of PPC. These findings provide new insights into levels of PPC as a boundary condition for understanding the relationships among safety knowledge, safety behavior, and safety outcomes. We discuss the theoretical and practical implications of our findings. [ABSTRACT FROM AUTHOR]

Purpose: Drawing on social exchange theory and a cultural perspective, this study examines the relationship between workplace ostracism and job engagement by focusing on the mediating role of felt obligation and the moderating role of collectivism. Design/methodology/approach: A two-wave survey was conducted over four months in a private service business in China. The participants comprised 108 Chinese employees. Findings: The results indicate that workplace ostracism has a negative relationship with job engagement through a reduced sense of felt obligation. Collectivism strengthens the main effect of workplace ostracism on felt obligation and its indirect effect on job engagement via felt obligation. Research limitations/implications: This study contributes to understanding of the internal mechanism of the workplace ostracism–job engagement model by identifying the mediating role of felt obligation. It also emphasizes that collectivist cultures can enhance the effects of workplace ostracism. However, the generalizability of our findings may be limited due to this cultural factor. Practical implications: Our findings show that workplace ostracism plays a significant role in reducing job engagement. Therefore, it is essential to reduce the incidence of ostracism in the workplace. Originality/value: By addressing the previously unexplored mechanism that mediates the relationship between workplace ostracism and job engagement, this study provides new directions for research on workplace ostracism and job engagement. [ABSTRACT FROM AUTHOR]

Purpose: Drawing from self-determination theory, this study aims to examine the effect of leader humor on frontline hospitality employees' service performance and proactive customer service performance (PCSP) via harmonious passion (HP) for work with employee neuroticism as the moderating mechanism. Design/methodology/approach: This study controlled for the nested effect and tested all the hypotheses with Mplus 7.0 using a time-lagged three-wave survey of 232 Chinese supervisor–subordinate dyads. Findings: The results indicated that leader humor promotes frontline hospitality employees' service performance and PCSP by enhancing their HP. Furthermore, neuroticism was shown to strengthen the direct impact of leader humor on employee HP and its indirect impact on employee service performance and employee PCSP through HP. Originality/value: First, this research contributes to the leader humor literature through exploring its impact on the service performance and PCSP of frontline hospitality employees. Second, this research develops a new framework to explain the leader humor-employee service outcomes relationship using self-determination theory. Finally, the focus on the moderating role of neuroticism helps to explain the "when" question of leader humor. [ABSTRACT FROM AUTHOR]

Although previous studies provide diverse perspectives on the influences of abusive supervision, the moral perspective receives little attention in the literature. We rely on social cognitive theory to present a moral identity model of abusive supervision that accounts for the influences of perceiving abusive supervision on organizational and interpersonal deviance. In particular, we propose that employee moral identity mediates the positive relations between abusive supervision, as perceived by followers, and their subsequent organizational and interpersonal deviance. We also test the extent to which lone wolf tendencies alleviate the main negative impact of abusive supervision on moral identity and the indirect effect of abusive supervision on organizational and interpersonal deviance through moral identity. More specifically, when the level of lone wolf tendencies is high, the relationship between abusive supervision and moral identity, and the magnitude of the moral identity mediating mechanism will be weaker. Using multi-wave, multiple-source data collected in China, our findings support most of our hypotheses and offer insightful theoretical directions for mistreatment, morality, and disposition research. Our moderated mediation model serves as a springboard for future research to understand the social cognitive processes that link abusive supervision and deviant behavior from the moral perspective. [ABSTRACT FROM AUTHOR]

Besides the previous social relationship perspective of employee–organization relationship (EOR) research, this study takes the social cognitive perspective to explore the role of team collective efficacy in mediating the relationship between EORs and team performance. This study further contends that team cohesion moderates the positive relationship between collective efficacy and team performance, thereby moderating the indirect relationship between EORs and team performance through collective efficacy. Data analyses of 231 teams in Study 1 and 63 teams in Study 2 support the hypotheses. Therefore, this study provides theoretical contributions to the EOR literature by introducing a new perspective at the team level and to the social cognitive literature by discussing a boundary condition of the effect of collective efficacy on team performance. [ABSTRACT FROM AUTHOR]

The present study investigates the relationship between negative workplace gossip, as perceived by the targets, and creativity by shedding light on the mediating role of emotional exhaustion and the moderating role of extroversion. The survey results from 451 employee-supervisor dyads in China indicate that targets who perceive negative workplace gossip tend to suffer emotional exhaustion, which in turn weakens their creativity. Additionally, extroversion strengthens the main effect of negative workplace gossip on emotional exhaustion and the mediating effect of emotional exhaustion on the association between negative workplace gossip and creativity. Our results offer new directions for studies into mistreatment, burnout, creativity, and personality. [ABSTRACT FROM AUTHOR]

This study considers workplace ostracism as a source of stress and examines its spillover effects on the family. By integrating the work-family interface model with boundary theory, we investigate the impact of workplace ostracism as perceived by employees on their family satisfaction by examining the mediating role of work-to-family conflict and the moderating role of work-home segmentation preferences. The results from a three-wave field survey of 233 employees in China indicate that workplace ostracism is negatively related to family satisfaction; this relationship is also mediated by work-to-family conflict. In addition, work-home segmentation preferences attenuate the mediating effect of work-to-family conflict on the relationship between workplace ostracism and family satisfaction. The theoretical and managerial implications of these findings are discussed. [ABSTRACT FROM AUTHOR]

Previous research has merely explored the positive relationship between cognitive diversity and creativity, but the potential negative side of cognitive diversity might also prevail and should be examined together with its positive side. To address this gap, our study, drawing on the categorization–elaboration model framework, explored both the positive and negative effects of cognitive diversity on creativity/innovation in a single model. Using data collected from 101 teams (including both team leaders and team members) in 10 Chinese manufacturing companies, we identified a dual pathway – namely, task reflexivity (i.e., positive pathway) and relationship conflict (i.e., negative pathway) – in the linkage of cognitive diversity and innovative work behaviour (i.e., IWB). Cognitive diversity encouraged IWB via the task reflexivity pathway, but impeded IWB via the relationship conflict pathway. We further demonstrated that perceived support for innovation moderated the relationships between cognitive diversity and task reflexivity/relationship conflict, with cognitive diversity more related to task reflexivity and less related to relationship conflict when perceived support for innovation was high. Moderated mediation effects also indicated that the positive indirect effect of cognitive diversity on IWB through task reflexivity existed only when support for innovation was high and that the negative indirect effect of cognitive diversity on IWB through relationship conflict occurred only when support for innovation was low. Practitioner points: This study informs team managers about the double‐edged‐sword effect of cognitive diversity on innovative work behaviour and calls for future research on how to manage diverse teams composed of individuals with different cognitions.Cognitive diversity was found to influence innovative work behaviour positively via task reflexivity and negatively via relationship conflict. Therefore, team managers should encourage their employees to rethink and re‐evaluate task‐related issues but not translate this into emotional exclusion.Perceived support for innovation strengthened the positive effect of cognitive diversity and weakened its negative influence. Therefore, team managers should build up such an environment by showing support and encouragement of innovation in teams of employees with different cognitions. [ABSTRACT FROM AUTHOR]

This study investigated the relationship between authentic leadership as perceived by employees and romantic love as rated by their spouses. It also focused on the mediating role of employee work‐to‐family positive spillover and the moderating role of employee work–home segmentation preference. Data from 200 employee–spouse couples collected in three waves in China indicated that work‐to‐family positive spillover mediated the relationship between authentic leadership and romantic love. In addition, work–home segmentation preference attenuated the relationships among authentic leadership, work‐to‐family positive spillover, and romantic love, as well as the indirect effect of work‐to‐family positive spillover on the relationship between authentic leadership and romantic love. Our findings make important theoretical contributions and contribute practical insight into the leadership and work–family literature. Key points: The findings reveal that authentic leadership is effective in inducing followers' work–family positive spillover.Employees' work–family positive spillover helps their spouses promote romantic love towards the employees.Work–home segmentation preference attenuates the relationships among authentic leadership, positive spillover, and romantic love. [ABSTRACT FROM AUTHOR]

Purpose The purpose of this paper is to examine the effects of authentic leadership on the work–family balance (WFB) of followers by focusing on the mediating roles of leader–member exchange (LMX) and work-to-family enrichment (WFE) and the moderating role of traditionality in China.Design/methodology/approach Data were collected using field survey research design. Participants included 206 employees in a pharmaceutical company in China.Findings The results indicate that LMX and WFE sequentially mediated the positive relationship between authentic leadership and WFB. In addition, traditionality strengthened the relationship between authentic leadership and LMX.Research limitations/implications This study contributes to the integration of authentic leadership literature and the WFB model. This research also indicates that authentic leadership is a source of enhancing employees' WFB. However, data are correlational and cross-sectional, which limits the ability to draw causal relationships.Practical implications The findings reveal that authentic leadership is effective in inducing followers' WFB. The value of traditionality can strengthen the effect of authentic leadership.Originality/value This study addresses unexplored theoretical predictions and provides new directions for authentic leadership and work–family research. [ABSTRACT FROM AUTHOR]

Managers are interested in promoting frontline employees’ proactive behavior because proactivity is crucial for organizational success. This study examined the link between perceived workplace gossip and employees’ (targets’) proactive service performance by focusing on the mediating role of employees’ harmonious passion and the moderating role of perceived job social support. Using time-lagged survey data from 218 supervisor-subordinate dyads in a commercial bank in China, we found that perceived workplace gossip negatively influences employees’ proactive service performance, and that this relationship is mediated by reduced harmonious passion. In addition, perceived job social support attenuates the negative relationship between perceived workplace gossip and harmonious passion, with harmonious passion having a mediating effect on the relationship between perceived workplace gossip and proactive service performance. These results provide new directions for understanding workplace gossip, harmonious passion, proactive service performance, and job social support. The theoretical and practical implications of our findings are discussed. [ABSTRACT FROM AUTHOR]

This study examines the mediating role of rumination, state anger, and blame attribution, and the moderating role of trait forgiveness in the relationship between workplace harassment intensity and revenge among employed students at a medium-sized Midwestern U.S. university (N = 310) and full-time employees from various industries in Shanghai, China (N = 251). We tested the proposed model using techniques described by Hayes (Introduction to mediation, moderation, and conditional process analysis, The Guilford Press, New York, 2013). Results within both samples suggested that workplace harassment intensity is positively associated with both major and minor revenge. Results of multiple mediation tests showed that state anger and blame attribution mediated the relationships between workplace harassment intensity and both types of revenge behavior. Furthermore, trait forgiveness moderated the relationship between blame attribution and major revenge. [ABSTRACT FROM AUTHOR]

Summary: This study meta‐analytically examined theoretically derived antecedents of both directions of work–family enrichment (sometimes labeled facilitation or positive spillover), namely, work–family enrichment and family–work enrichment. Contextual and personal characteristics specific to each domain were examined. Resource‐providing (e.g., social support and work autonomy) and resource‐depleting (e.g., role overload) contextual characteristics were considered. Domain‐specific personal characteristics included the individuals' psychological involvement in each domain, the centrality of each domain, and work engagement. Results based on 767 correlations from 171 independent studies published between 1990 and 2016 indicate that several contextual and personal characteristics have significant relationships with enrichment. Although those associated with work tend to have stronger relationships with work–family enrichment and those associated with family tend to have stronger relationships with family–work enrichment, several antecedent variables have significant relationships with both directions of enrichment. Resource‐providing contextual characteristics tend to have stronger relationships with enrichment than do resource‐depleting characteristics. There was very little evidence of gender being a moderator of relationships between contextual characteristics and enrichment. Lastly, meta‐analytic structural equation modeling provided evidence that a theoretical path model wherein work engagement mediates between several contextual characteristics and enrichment is largely generalizable across populations. [ABSTRACT FROM AUTHOR]

In this study, we examined the relationship between workplace negative gossip, as perceived by the targets, and proactive behavior by focusing on the mediating role of the target’s emotional exhaustion and the moderating role of the target’s traditionality. Our results from dyadic data on 234 supervisor-subordinate relationships in China revealed that (1) workplace negative gossip was negatively related to proactive behavior; (2) emotional exhaustion mediated this relationship; and (3) traditionality strengthened both the relationship between workplace negative gossip and emotional exhaustion and the indirect effect of workplace negative gossip on proactive behavior via emotional exhaustion. Our findings have a number of theoretical and practical implications for the research on mistreatment and proactive behavior. [ABSTRACT FROM AUTHOR]

There is increasing research interest in both types of emotional labor at work (i.e. surface acting and deep acting), but the effects of emotional labor at work on employees' emotional labor at home and their family members' family quality have not yet been explored. Drawing on work-family enrichment theory, this study investigated the mechanism underlying the relationship between employees' emotional labor at work and their spouses' perceived family quality by focusing on the mediating role of employees' emotional labor at home and the moderating role of work-to-family positive spillover (WFPS). The results from a time-lagged three-wave survey of 193 Chinese employee-spouse dyads indicated that surface acting at home mediated the relationship between surface acting at work and spousal ratings of family quality. Although deep acting at work was positively related to deep acting at home, deep acting at home was not significantly related to family quality. WFPS strengthened the relationship between surface acting at work and surface acting at home. This study extends emotional labor theories to the family domain and provides insights into the mediating mechanisms and boundary condition through which emotional labor at work relates to spouses' perceptions of family quality. The implications for theory and management practice are discussed. [ABSTRACT FROM AUTHOR]

This study examined the relationship between workplace sexual harassment as perceived by female employees and the family satisfaction of their husbands. It also considered the mediating roles of employees’ job tension and work-to-family conflict (WFC) and the moderating role of employees’ work–home segmentation preference in this relationship. The results, based on data from 210 Chinese employee–spouse dyads collected at four time points, indicated that employees’ perceptions of sexual harassment were positively related to their job tension, which in turn increased WFC. Moreover, WFC was negatively related to spouse family satisfaction. The negative relationship between sexual harassment and spouse family satisfaction was mediated by employees’ job tension and WFC. Finally, work–home segmentation preference attenuated the relationship between job tension and WFC. Our results provided insightful theoretical contributions and managerial implications for the sexual harassment and work–family literatures. [ABSTRACT FROM AUTHOR]

The present study investigated the crossover effects of employee perceptions of servant leadership and job social support on the family satisfaction and quality of family life experienced by the employees’ spouses. These effects were explored through a focus on the mediating role of employee organization-based self-esteem (OBSE). Results from a three-wave field survey of 199 employee–spouse dyads in the People’s Republic of China support our hypotheses, indicating that OBSE fully mediates the positive effects of servant leadership and job social support on family satisfaction and quality of family life. These findings provide new theoretical directions for work–family research. [ABSTRACT FROM AUTHOR]

While an increasing number of studies focus on work-family balance ( WFB), little research has examined WFB in China. We aim to fill this gap by exploring the antecedents to WFB for Chinese employees. On the basis of the WFB model, we propose that servant leadership positively influences WFB through identification with the leader and work-to-family positive spillover ( WFPS). We conducted a field survey in an insurance company in Shanghai. Two hundred salespersons with an average age of 32.5 were surveyed (116 women and 84 men). The results indicate that perceived servant leadership indirectly promotes WFB. The positive relationship between servant leadership and WFB is mediated by identification with the leader and WFPS, which operate in tandem. We discuss the theoretical and managerial implications of our findings. [ABSTRACT FROM AUTHOR]

Purpose The purpose of this paper is to test the factor structure of the multifactor leadership questionnaire (MLQ) in the Chinese context and determine whether leader-member exchange (LMX) mediates the effects of active constructive leadership (ACL) and passive corrective leadership (PCL) on subordinates’ organizational commitment at the group level.Design/methodology/approach Questionnaires were completed by two employee samples. The first sample consisted of 615 employees from five pharmaceutical companies. The second sample consisted of 676 employees from 144 teams. Exploratory factor analysis, confirmatory factor analysis and structural equation modeling were used to test the hypotheses.Findings The factor analysis results showed two types of leadership in the data: ACL and PCL. The structural equation modeling showed that LMX mediated the effect of leadership on collective organizational commitment.Research limitations/implications The data were cross-sectional in nature. Furthermore, leadership and LMX were both measured from the perspective of followers.Practical implications Managers must realize that leadership is an art that requires not only the self-cultivation of individual behavior, but also appropriate and intelligent conduct when interacting with followers. Team leaders also must pay attention to both their high quality relationships with subordinates and the mutual influence within their groups.Originality/value The current study makes an empirical contribution to the psychometric properties of the MLQ, suggesting a higher two-factor structure appropriate for Chinese employees. It also clarifies the relationships between leadership, LMX and organizational commitment at multiple levels. [ABSTRACT FROM AUTHOR]